Note: This article is a completely unique and original piece inspired by various sources, including the reference article “Close doesn’t cut it: What we can learn from Iceland’s pay parity strike.” It aims to explore the topic of gender equality, specifically focusing on Iceland’s efforts to close the gender gap and achieve pay parity. The article delves into the background of the issue, Iceland’s intersectional approach, steps to achieving equality, and potential solutions for other countries.
Introduction
Gender equality remains an ongoing challenge worldwide, with many countries striving to close the gender gap and achieve pay parity. Iceland, a Nordic nation known for its progressive policies, has been at the forefront of this movement. For 14 consecutive years, Iceland has topped the charts in terms of gender balance, making significant progress in closing the gender gap. This article explores the lessons we can learn from Iceland’s pay parity strike and the country’s relentless pursuit of gender equality.
Iceland’s Journey Towards Gender Parity
Iceland’s commitment to gender equality dates back to 1975 when the first Kvennafri or “Women’s Day Off” took place. This event set the stage for future initiatives aimed at addressing gender disparities in the country. Today, Iceland is the only nation in the Global Gender Gap Index to have closed more than 90% of its gender gap, as measured by the World Economic Forum.
While Iceland’s achievements are commendable, the country recognizes that 91.2% progress is not enough. The goal is to have roughly half of the global population equally represented in professional and public life. Prime Minister Katrín Jakobsdóttir acknowledges that Iceland is still tackling the gender-based wage gap, which she deems unacceptable in 2023.
An Intersectional Approach to Gender Equality
Iceland’s approach to achieving gender equality goes beyond addressing pay parity alone. The country recognizes that other inequalities, such as those faced by immigrant women, must be tackled to create a truly inclusive society. During the October strike, which coincided with the anniversary of the original Women’s Day Off, organizers emphasized the contribution of immigrant women to Icelandic society and challenged their level of compensation.
WomenTechIceland, an organization that advocates for gender diversity in the country’s tech industry, has highlighted the importance of addressing broader issues of diversity, equity, and inclusion. They have called for conversations on the status of women in business, drawing attention to the lack of racial diversity in certain sectors.
Steps Towards Gender Parity
Closing the gender gap completely remains a formidable challenge, with the Global Gender Gap Index estimating that it will take 131 years to achieve gender parity across the 120 countries it monitors. Pay parity is a significant aspect of gender equality, and Iceland has made progress in this area. As of 2022, the ICT sector in Iceland had a 9.1% unadjusted gender pay gap, lower than the average cross-sector pay gap in neighboring EU countries.
However, to truly close the gap, Iceland acknowledges the need to address behaviors, attitudes, and biases that hinder women’s progress in the workplace. WomenTechIceland’s research highlights the presence of a “boys’ club” mentality among male executives, which can lead to the undervaluation of women’s contributions. Prevailing gender roles and stereotypes also impact women’s positions in various industries.
In a survey conducted by WomenTechIceland, women who left roles in the tech industry cited feeling undervalued compared to their male counterparts. They also experienced biases and discrimination that resulted in them taking on additional responsibilities and duties based on age-old gender biases.
Iceland’s Policies and Initiatives
Iceland has taken significant steps to demonstrate how the gender gap can be closed through policy interventions. The country requires employers to prove that they pay all employees fairly, and larger companies are mandated to report their pay gaps. Companies with more than 25 employees must not only report their pay gaps but also certify that they pay equally. Failure to comply with these requirements can result in daily fines.
The European Union has also implemented mandatory pay gap reporting for medium to large companies, inspired by Iceland’s approach. However, Iceland’s regulations go further by including all companies with more than 25 employees, ensuring a more comprehensive assessment of pay parity.
Accelerating Gender Equality
While gender quotas and pay parity measures are crucial, countries can take further inspiration from Iceland’s approach to accelerate the closing of the gender gap. Tying senior executives’ compensation to progress on diversity can be an effective motivator, encouraging organizations to prioritize inclusivity. Transparent hiring procedures and evaluations of recruitment practices can help ensure that women are not excluded from opportunities early on.
Unconscious bias and inclusivity training, as well as mentoring and sponsorship programs for women, can provide crucial support beyond initial appointments. By addressing systemic biases and creating an inclusive environment, organizations can facilitate the advancement of women and foster a culture of equality.
Opportunities for Gender Equality in Europe
If you are seeking better opportunities for gender equality in Europe, the House of Talent Jobs Board is an excellent resource. The platform offers a range of roles that promote diversity and inclusivity. Let’s explore a few examples:
C# Azure Software Engineer, UBS
UBS, a Swiss investment bank, is actively seeking applications from career returners, including women who left the workforce for family care reasons. This role exemplifies UBS’s commitment to diversity, as the company was ranked among the top five globally for gender equality.
Product Manager Professional Unilever Brands, Diversey
Diversey, located in Belgium with one of the lowest gender pay gaps in the EU, is hiring a product manager responsible for managing a portfolio of well-known Unilever brands. This role requires expertise in online marketing, including social media campaigns and SEO.
SAP Solution Architect, Technology Consulting, PwC
PwC, with a mean gender pay gap of 0.9% in 2022, is offering a solution architect position in either Cork or Dublin, Ireland. This role requires extensive experience in designing and implementing SAP’s enterprise resource planning software. PwC encourages applicants to apply, even if they don’t meet the complete criteria checklist, aiming to bridge the “confidence gap” that often hinders women from pursuing opportunities.
For more job opportunities, explore the House of Talent Job Board.